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ItemAre all workers influenced to stay by similar factors, or should different retention strategies be implemented? Comparing younger and older aged-care workers in Australia(National Institute of Labour Studies, 2015)The global financial crisis led many older workers to delay retirement or to re-enter the workforce (O'Loughlin, Humpel and Kendig 2010). This has resulted in an increase in age diversity within organisations. This age diversity leads to improved creativity (Crampton and Hodge 2007) and improved productivity (Ilmakunnas and Ilmakunnas 2011). However, for human resource management professionals, age diversity can be challenging. Research comparing younger and older workers’ intentions to stay is limited; this study continues that inquiry. To investigate intentions, a cross-sectional questionnaire was distributed to 2118 employees in the aged-care sector; 359 useable questionnaires were analysed. Results revealed similarities and differences between younger and older workers’ intentions to stay. Variables such as perceived organisational support, perceived supervisor support, and job embeddedness are analysed.
ItemCarving out employment futures for Aboriginal ex-prisoners in the resource sector(National Institute of Labour Studies, 2015)The resource sector in northern Western Australia draws its workforce from local purpose-built towns (drive-in/drive-out (DIDO) workers) and metropolitan areas (fly-in/fly-out (FIFO) workers). However, each of these arrangements has a downside. Mining towns are costly to build and maintain. Staff turnover is high. FIFO lifestyles adopted by city-based tradesmen seeking high incomes can lead to social dysfunction. Hence, the question: is there a viable alternative in these regional and remote areas for local communities to provide workers and ancillary support for the resource sector? For example most of the inland mines in Western Australia are located near or within Aboriginal communities. Returning to these communities are ex-prisoners who have had the opportunity to gain trade skills while in metropolitan prisons. This article considers whether Aboriginal ex-prisoners might be gainfully employed in the resource sector in the Pilbara and Kimberley regions of Western Australia.
ItemCan collective enterprise bargaining affect the psychological contract? An analysis of the 2011 Australian Public Service negotiations(National Institute of Labour Studies, 2015)This article explores how the process of collective workplace bargaining has an impact on employees’ psychological contracts in the Australian Public Service. Based on two case studies from the 2011 bargaining round, the researchers identify the bargaining parties’ expectations, perceptions of whether or not the negotiations were based on trust and fairness, and whether employees considered that their employer had reneged on the deal. It is found that the bargaining process can reinforce employees’ collective and individual sense of a breach of their psychological contract based on their perceptions that the employer is not delivering their side of deal, but expects ever-increasing employee contributions in a tighter fiscal environment. The article concludes that an emphasis on communication, procedural fairness, and maintaining employee trust can, nevertheless, repair and even sustain the relational elements of psychological contracts.
ItemApprenticeship training and productivity growth: a case study of the Australian construction industry(National Institute of Labour Studies, 2015)This article explores the effect of apprenticeship training on productivity in the Australian construction industry. Using state-level data, the correlation between the level of training and productivity is analysed. The results are then used to build on anecdotal evidence to suggest a firm, pre-existing, positive relationship between training and productivity. In addition, the level of apprenticeship training in Australia is related to the composition and general characteristics of the Australian construction industry.